R 4545 RESOLUTION NO. 4545
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ARROYO GRANDE ESTABLISHING WAGES AND
BENEFITS FOR MANAGEMENT EMPLOYEES FOR FY
2013-14
WHEREAS, the City Council of the City of Arroyo Grande ("City") has established a
system of classification for all positions within the City service with descriptive
occupational titles used to identify and distinguish positions from one another based on
job duties, essential functions, knowledge, skills, abilities and minimum requirements;
and
WHEREAS, the City Council has established a system of compensation for the
classification titles listed herein, based on resolutions and agreements as approved and
adopted by the City Council; and
WHEREAS, the City Council deems it in the best interest of the City that compensation
for management employees be adjusted as hereinafter provided.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Arroyo Grande
that:
SECTION 1. AFFECTED EMPLOYEES
The wages and benefits set forth herein are to be provided to all management
employees listed in Exhibit A.
SECTION 2. WAGES
The salary ranges for all affected job classes shall be as set forth on Exhibit A, which is
attached hereto and by this reference made a part hereof. The City will provide a one-
time payment to all full-time management employees in the amount of 3.5% of their
annual base salary. This payment is pensionable compensation and subject to PERS for
all employees except those hired after January 1, 2013 under the new Public Employees'
Pension Reform Act of 2013 (PEPRA) rules. The payment will be combined with the first
paycheck in December 2013. All management employees employed by the City on a
full-time basis on December 1, 2013 will be eligible for the payment.
SECTION 3. DEFERRED COMPENSATION
The City shall contribute $600 per year to management employees and $1,200 to
department directors and the City Manager to a defined contribution supplemental
retirement plan established in accordance with sections 401 (a) and 501 (a) of the
Internal Revenue Code of 1986 and California Government Code sections 53215-53224.
SECTION 4. HEALTH PLAN BENEFITS
A. Cafeteria Plan
1. The City shall contribute an equal amount towards the cost of medical
coverage under the Public Employee's Medical and Hospital Care Act
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Page 2
(PEMHCA) for both active employees and retirees. The City's
contribution toward coverage under PEMHCA shall be the minimum
contribution amount established by CaIPERS on an annual basis. The
City's contribution under PEMHCA shall be $115 per month from July 1,
2013 through December 31, 2013 and $119 per month January 1, 2014
through June 30, 2014.
2. Employees participating in the City's full flex cafeteria plan shall receive
a flex dollar allowance to purchase group health coverage for medical,
dental and vision under the City's Cafeteria Plan. For the period of July
1, 2013 through November 30, 2013, the monthly flex dollar allowance
shall be $626.33 with respect to an employee enrolled for self alone,
$1,156.61 for an employee enrolled for self and one family member, and
$1,483.43 for any employee enrolled for self and two or more family
members. For the period of December 1, 2013 through June 30, 2014,
the flex dollar allowance shall be $558.00 with respect to an employee
enrolled for self alone, $1,019.68 for an employee enrolled for self and
one family member, and $1,305.77 for any employee enrolled for self
and two or more family members.
3. A portion of the flex dollar allowance ($115 for 2013 and $119 for 2014)
is identified as the City's contribution towards PEMHCA. This amount
shall be adjusted on an annual basis as the PEMHCA minimum
contribution increases. Remaining flex dollars must be used by
employees to participate in the City's health plans. Employees who
waive medical coverage under the Cafeteria Plan because he/she
provided the City with written proof that medical insurance coverage is in
force through coverage provided by another source consistent with any
rules or restrictions on the City by the medical plan provider, can take
flex dollars for the amount provided to employees enrolled for self alone
(taxable income), deposit it into their 457 plan, or use it to purchase
voluntary products. No remaining flex dollars may be redeemed.
B. Medical Insurance
1. The base medical plan shall be defined as the lowest cost Health
Maintenance Organization (HMO) program available through CaIPERS
in San Luis Obispo County. If availability of an HMO to the City is
discontinued by the medical plan provider, the base plan shall become
the basic PPO plan available to the City by the existing medical plan
provider.
2. The City shall maintain health benefits through CaIPERS for calendar
year 2014.
C. Vision Insurance
The City shall provide a Vision Care Plan for management employees. The City
shall contribute up to the full family premium. The City may select an alternate
vision care provider during the term of this resolution providing that:
1. Any new plan maintains equivalent benefits to the employees; and
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2. At least twenty-one (21) days advanced notice of plan changes are
provided to affected employees.
D. Dental Insurance Plan
The City shall provide a dental plan of the City's choice for management
employees. The City shall contribute up to the full family premium. The City may
select an alternate dental insurance plan provider during the term of this
resolution providing that:
1. Any new plan maintains equivalent benefits to the employees; and
2. At least twenty-one (21) days advanced notice of plan changes are
provided to affected employees.
SECTION 5. LIFE INSURANCE PLAN
A. The City shall provide group term life insurance benefit plan for management
employees, which shall provide for fifty thousand dollars ($50,000) life and AD&D
coverage for employees only during the term of their employment.
B. The City shall make available additional voluntary life insurance coverage, at the
employee's expense, as long as the minimum participation requirements of the
insurance provider are met.
SECTION 6. SHORT AND LONG-TERM DISABILITY
The City shall provide a short and long-term disability plan for management employees
during the term of their employment.
SECTION 7. RETIREMENT
A. Retirement Defined
Retirement is defined as the termination of employment at an age when the
employee would qualify for an allowance under the Public Employees' Retirement
System (PERS) and the City's Personnel Regulations.
B. PERS Retirement Contributions
1. G.C. Section 21354.4. The CaIPERS 2.5% at Age 55 Retirement Plan
shall be provided for non-sworn employees hired prior to December 21,
2012. Non-sworn employees under this plan shall pay the full eight
percent (8%) of the employee share of CaIPERS.
2. G.C. Section 21354. The CaIPERS 2.0% at Age 55 Retirement Plan
shall be provided for non-sworn employees hired between December 21,
2012 and December 31, 2012, CaIPERS "Classic" members hired on or
after January 1, 2013, and those eligible for reciprocity hired on or after
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January 1, 2013. Non- sworn employees under this plan shall pay the
full seven percent (7%) of the employee share of CaIPERS.
3. G.C. Section 7522.20. The CaIPERS 2% @ 62 Retirement Plan shall be
provided for new non-sworn employees hired on or after January 1, 2013
who are not CaIPERS "Classic" employees and are not eligible for
reciprocity. Non-sworn employees under this plan shall pay at least 50%
of the total normal cost rate (currently 6.25%) of the employee share of
CaIPERS.
4. G.C. Section 21362.2. The CaIPERS Public Safety Officer 3% @ 50
Retirement Plan shall be provided for sworn personnel hired prior to
December 9, 2011. Sworn employees under this plan shall pay the full
nine percent (9%) of the employee share of CaIPERS.
5. G.C. Section 21363.1. The CaIPERS Public Safety Officer 3% @ 55
Retirement Plan shall be provided for sworn employees hired between
December 9, 2011 and December 31, 2012, CaIPERS "Classic"
members hired on or after January 1, 2013, and those eligible for
reciprocity hired on or after January 1, 2013. Sworn employees under
this plan shall pay the full nine percent (9%) of the employee share of
CaIPERS.
6. G.C. Section 7522.25. The CaIPERS Public Safety Officer 2.7% @ 57
Retirement Plan shall be provided for new sworn employees hired on or
after January 1, 2013 who are not CaIPERS "Classic" employees and
are not eligible for reciprocity. Sworn employees under this plan shall
pay at least 50% of the total normal cost rate (currently 11.5%) of the
employee share of CaIPERS.
7. G.C. Sections 21024 and 21027. Employees may buy back, at their
expense, retirement service credit for prior military service as permitted
by PERS.
8. GC Section 20042. For sworn employees hired prior to December 9,
2011 and non-sworn employees hired prior to December 21, 2012,
retirement benefits are based on the highest single year compensation.
9. GC Section 20037. For sworn employees hired on or after December 9,
2011 and non-sworn employees hired on or after December 21, 2012,
retirement benefits are based on the highest average annual
compensation earnable by a member during three consecutive years of
employment.
10. GC Section 20965. Employees shall receive credit for unused sick
leave.
11. GC Section 21548. The spouse of a deceased member, who was
eligible to retire for service at the time of death, may elect to receive the
Pre-Retirement Optional Settlement 2 Death Benefit.
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12. Effective January 1, 2013, the Public Employees' Pension Reform Act of
2013 (PEPRA) shall apply to all sworn and non-sworn employees, as
well as for employees transferring from other CaIPERS or reciprocal
agencies.
C. Retiree Medical
1. Employees who retire from City service shall be allowed to purchase
medical insurance coverage through the City.
2. GC Section 22892. The City's contribution shall be an equal amount for
both employees and annuitants, which shall be the minimum contribution
amount established by CaIPERS on an annual basis. That amount shall
be $115 per month during calendar year 2013 and $119 during calendar
year 2014. The City's contribution shall be adjusted annually thereafter
by the CaIPERS Board to reflect any change in the medical care
component of the Consumer Price Index, provided that the City is
participating in the CaIPERS Health Plan.
3. The City shall provide a supplemental contribution to employees that are:
1) employed on a full-time basis as of June 30, 2008 and who have been
employed with the City on a full-time basis for five (5) years or more at
the time of retirement; or 2) employed on a full-time basis after June 30,
2008 and who have been employed by the City on a full-time basis for
ten (10) years or more at the time of retirement.
The supplemental contribution shall be equal to the difference between
the minimum contribution amount established by CaIPERS as set forth
above in Section 4. A. 1. and the following amounts:
For single annuitant coverage: $175.10
For annuitant + 1 dependent: $302.85
For annuitant + 2 or more dependents: $376.79
SECTION 8. ANNUAL LEAVE
Regular, full-time management employees shall accrue annual leave with pay to be used
as leave for vacation, illnesses, and other personal purposes. Management employees
may accrue such paid leave as provided by this provision to be used in the future or may
convert annual leave to salary compensation under the conditions contained in these
regulations.
A. Accumulation Rates:
Management employees shall accrue annual based upon the following schedule:
1. Management employees with less than five (5) years of service shall
earn annual leave at the rate of 29 days (232 hours) per year;
2. Management employees with five (5) to ten (10) years of service shall
earn annual leave at the rate of 31 days (248 hours) per year;
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3. Management employees with ten (10) to fifteen (15) years of service
shall earn annual leave at the rate of 33 days (264 hours) per year; and
4. Management employees with over fifteen (15) years of service shall earn
annual leave at the rate of 34 days (272 hours) per year.
5. New full-time management employees shall be granted fifty-six (56)
hours of Annual Leave upon hiring. However, additional Annual Leave
shall not be accumulated until after completion of three (3) months of
continuous service. If a new management employee terminates during
the first three months of employment, the Annual Leave balance shall
reflect the actual amount that would have been accumulated at the
established rate per pay period, less any usage. If the employee's
usage of Annual Leave exceeds the adjusted accumulation amount, the
employee shall refund the excess amount used. The refund to the City
shall be equal to excess hours used times the employee's hourly salary
compensation rate.
B. Maximum Accrual:
The maximum accrual of annual leave shall be 725 hours. If an employee has
accrued the maximum number of hours, accrual of annual leave shall be
discontinued. Accrual shall resume on the first day of the pay period following a
reduction in the accrued balance below the maximum allowed.
C. Conversion to Salary:
A management employee may convert a maximum of 48 hours of annual leave to
salary compensation per year. Such conversions shall be allowed at the first pay
period in July and at the first pay period in December of each year. In order to be
eligible to convert annual leave to salary compensation, the employee must: a)
convert a minimum of sixteen (16) hours to pay; and b) upon making the
conversion to pay, the employee must be left with a minimum of 160 hours of
annual leave.
Employees who are promoted or reclassified into a management position and
were not subject to the annual leave program for the entire twelve (12) month
period shall be allowed to include previous vacation and sick leave use as annual
leave for the purpose of this provision.
D. Notification and Approval:
Annual leave shall be scheduled in advance by the employee whenever possible,
subject to the approval of the department director. It is the responsibility of the
employee to provide the supervisor or department director with reasonable notice
of an absence. The department director shall have the authority to approve or
deny the use of annual leave for any period of absence. The scheduling of the
use of annual leave shall be by the department director with due regard to the
wishes of the employee and particular regard for the needs of the City.
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Employees who are off for extended periods due to illness or injury may be
required to provide a physician's statement authorizing their return to work.
Reasonable absences of less than eight (8) hours shall not be debited against
annual leave. Such absences should have the prior approval of the employee's
supervisor and/or City Manager.
E. Separation from Employment:
Management employees who separate their employment from the City shall have
all annual leave accumulations converted to salary compensation at the
employee's current rate. Compensation shall be paid in one lump sum. Annual
leave shall not be used to extend an employee's actual date of separation. When
notice is given by an employee that he/she is terminating, the use of annual leave
shall be suspended. The only exception to this provision is that with the approval
of the employee's supervisor, the employee may be granted short-term leave (one
(1) to three (3) days) to attend to personal business. However, such short-term
leaves may be conducted consecutively and with a frequency to create in effect, a
long-term leave.
F. Service Credit Conversion:
1. Upon retirement an employee may have unused annual leave converted
to Service Credit with the Public Employees' Retirement System (PERS).
2. Annual leave shall be converted to sick leave for PERS at the rate of one
(1) hour of annual leave equals one (1) hour of sick leave.
3. When unused annual leave is converted to sick leave, for a service credit
conversion, an employee may not receive additional cash compensation
for the unused leave.
G. Conversion of Sick leave and Vacation Leave to Annual leave;
Employees who are promoted or reclassified into a management position shall
convert their sick leave and vacation leave accumulation to annual leave.
1. Sick leave accumulations shall be converted to annual leave at the rate
of one (1) hour of sick leave equals .5 hours of annual leave.
2. Vacation leave accumulations shall be converted to annual leave at the
rate of one (1) hour of vacation leave equals one (1) hour of annual
leave.
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Page 8
SECTION 9. HOLIDAYS
Management employees shall receive the following paid holidays:
New Year's Eve, December 31
New Year's Day, January 1
Martin Luther King Day, third Monday of January
Lincoln's Birthday, February 12 (or day of observance)
Washington's Birthday, third Monday of February
Memorial Day, the last Monday in May
Independence Day, July 4
Labor Day, the first Monday in September
Veteran's Day, November 11 (or day of observance)
Thanksgiving Day, fourth Thursday in November(or day of observance)
Day following Thanksgiving
Christmas Eve, December 24
Christmas Day, December 25
One Floating Day per Fiscal Year(employee choice with Supervisor approval)
Every day designated by the President, Governor, or Mayor for public observance
as a special nonrecurring single event, such as the death of a national leader or
end of war.
All holidays in the above schedule that fall on a Saturday shall be observed on the
preceding Friday; all holidays in the above schedule that fall on a Sunday shall be
observed on the following Monday.
SECTION 10. VEHICLE ASSIGNMENT OR ALLOWANCE
Automobile allowance shall be provided in the amount of$200 per month for the Director
of Legislative and Information Services, Director of Administrative Services, and Director
of Recreation Services, $275 per month for the Director of Community Development, and
$400 per month for the City Manager. The Police Chief shall be assigned a take home
City vehicle. The Director of Public Works shall be assigned a City vehicle for use during
work hours.
SECTION 11. JURY DUTY
Management employees shall be granted leave with full pay and no loss in benefits when
called for jury duty if the employee remits jury fees received for such jury duty. The
employee may retain all travel pay or subsistence pay granted by the court because of
the employee's participation in jury duty. The employee shall be responsible for notifying
his/her supervisor as soon as possible upon receiving notice to appear for jury duty,
make every reasonable effort to keep his/her supervisor advised as to the anticipated
length of service, and return to work immediately following the end of jury duty service.
SECTION 12. BEREAVEMENT LEAVE
Management employees are entitled to a paid bereavement leave of absence, not to
exceed five (5) days, in the event of the death of a member of the employee's immediate
family, to include an employee's or spouse's parents, spouse, children, brother, sister,
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Page 9
stepchildren, grandparents, grandchildren, aunt, uncle, son-in-law, daughter-in-law, step
relatives described above, or any other person residing in the same household, for the
purpose of attending the funeral and making other arrangements at the time the loss
occurs. As a condition of granting leave for bereavement purposes, the appointing
authority may request verification of the loss. Such leave is independent of annual
leave. In order to receive this benefit, domestic partners must be registered with the
Secretary of State.
SECTION 13. EMPLOYEE ASSISTANCE PLAN
The City shall provide an Employee Assistance Plan for management employees and
their dependents during the term of their employment.
On motion of Council Member Guthrie, seconded by Council Member Costello, and on
the following roll call vote, to wit:
AYES: Council Members Guthrie, Costello, Ray, Brown, and Mayor Ferrara
NOES: None
ABSENT: None
the foregoing Resolution was passed and adopted this 10th day of September 2013.
Resolution No. y5 VS
Page 10
r
TONY FER , AYOR
ATTEST:
KELL4( TM E, CITY CLERK
APPROVED AS TO CONTENT:
Sylel
STEVEN ADAMS, CITY MANAGER
APPROVED TO AS FORM:
PV \
/ F
TIM THY J. CA EL, C ATTORNEY
EXHIBIT "A"
CITY OF ARROYO GRANDE
Management Salary Ranges
7/1/2013
Range LOW MID HIGH Position
M-10 2,503 2,758 3,041
M-11 2,564 2,826 3,117
M-12 2,628 2,900 3,197
M-13 2,694 2,972 3,276
M-14 2,761 3,044 3,358 Office Assistant I
M-15 2,830 3,120 3,442
M-16 2,902 3,200 3,526
M-17 2,974 3,280 3,617
M-18 3,047 3,361 3,708 Office Assistant II
M-19 3,123 3,446 3,799
M-20 3,203 3,532 3,894
M-21 3,283 3,620 3,992
M-22 3,365 3,711 4,090
M-23 3,450 3,802 4,194
M-24 3,535 3,898 4,297 Administrative Secretary
M-25 3,623 3,996 4,406
M-26 3,714 4,096 4,516
M-27 3,805 4,197 4,630
M-28 3,902 4,302 4,744
M-29 3,999 4,411 4,863 Executive Secretary
M-30 4,099 4,520 4,985 Executive Assistant/Deputy City Clerk
EXHIBIT"A"
CITY OF ARROYO GRANDE
Management Salary Ranges
7/1/2013
Range LOW MID HIGH Position
M-31 4,202 4,634 5,110
M-32 4,308 4,751 5,235
M-33 4,415 4,867 5,368 Assistant Planner
M-34 4,525 4,989 5,503
M-35 4,638 5,115 5,638
M-36 4,755 5,242 5,780
M-37 4,872 5,374 5,925 Associate Planner
Accounting Supervisor
IT Technician
M-38 4,994 5,507 6,073
M-39 5,119 5,644 6,223 Planning Manager
M-40 5,248 5,788 6,380
M-41 5,378 5,930 6,540
M-42 5,512 6,079 6,704
M-43 5,651 6,233 6,871
M-44 5,792 6,388 7,043
M-45 5,935 6,547 7,220 Information Technology Manager
M-46 6,085 6,711 7,399
M47 6,239 6,880 7,585
M-48 6,393 7,050 7,773 Building Official
Director of Legislative&Information Services
Director of Recreation Services
Human Resources Manager
M-49 6,553 7,227 7,967
M-50 6,717 7,407 8,167
EXHIBIT"A"
CITY OF ARROYO GRANDE
Management Salary Ranges
7/1/2013
Range LOW MID HIGH Position
M-51 6,886 7,592 8,372
M-52 7,057 7,783 8,582 Assistant City Engineer
Director of Maintenance Services
M-53 7,234 7,976 8,795
M-54 7,414 8,176 9,015
M-55 7,600 8,380 9,240
M-55-A 7,637 8,421 9,285 Police Commander
M-56 7,791 8,589 9,473
M-57 7,983 8,804 9,708
M-58 8,185 9,025 9,951
M-59 8,388 9,251 10,201
M-60 8,600 9,482 10,457 Administrative Services Director
C.D. Director
M-61 8,814 9,719 10,717
M-62 9,032 9,962 10,984
M-63 9,259 10,211 11,258
M-64 9,490 10,467 11,541
M-64-A 9,536 10,517 11,596 Police Chief
M-65 9,729 10,727 11,828
M-66 9,970 10,996 12,124
M-67 10,220 11,270 12,429
M-68 10,477 11,552 12,739
M-69 10,738 11,841 13,058
OFFICIAL CERTIFICATION r
I, KELLY WETMORE, City Clerk of the City of Arroyo Grande, County of San Luis
Obispo, State of California, do hereby certify under penalty of perjury, that the attached
Resolution No. 4545 is a true, full, and correct copy of said Resolution passed and
adopted at a Regular meeting of the City Council of the City of Arroyo Grande on the
10th day of September, 2013.
WITNESS my hand and the Seal of the City of Arroyo Grande affixed this 11th day of
September 2013.
' KELLY TMO E, CITY CLERK